Every educator in our country is part of the racist society; we are part of the problem and must do something. Each person has to decide what he can and should do. (Author)

Article is dedicated to the principle that business and industry can and must overcome some past mistakes in the areas of the recruitment, placement, retention and advancement of minority group people. (Author)

Examines the lack of minorities within student affairs' offices and the problems that arise due to this deficiency. Outlines strategies that student affairs professionals can use to recruit and retain new professionals, such as examining the hiring process, reeducating current professionals, and making curricular additions to students affairs…

Discussion of job satisfaction among ethnic minority librarians emphasizes the importance of four areas: planning, recruitment, hiring, and staff acceptance and retention. Factors of job satisfaction are described; ethnicity and ethnic minority demographics are discussed; and literature that addresses librarian satisfaction is reviewed, including…

This book reports results of a National Research Council study and the validity of generalizing from its studies of about 500 occupations to over 12,000 jobs. The use of the General Aptitude Test Battery for prediction is discussed, and its impact and recommendations for future use are considered. (SLD)

Investigates counselor-education and counseling-psychology programs (N=84) to determine the academic hiring policies and projections for employment in the next 10 years. Results show that possessing a doctorate in the specific program, minority-group status, and graduate teaching experience were important hiring criteria. An appendix provides the…

This study examines whether specific interventions account for the hiring of diverse faculty above and beyond hiring done in academic areas specifically focused on race and ethnicity. Using data from approximately 700 searches, the authors investigated the hypothesis that at institutions with predominantly White populations, hiring of faculty from…

Data from 191 institutions which placed notices in the "Chronicle of Higher Education" revealed that there are qualified minority and female candidates available and members of minority groups are making progress toward employment (females even greater progress) while white males are not being "closed out" of the hiring process. (Editor/JT)

This fourth revision of the Affirmative Action Plan (AAP) of the National Education Association (NEA) outlines NEA policy and regulations and incorporates quantitative information on current NEA employment levels and hiring goals for women and minorities. A brief policy statement is followed by a review of objectives, including the general…

The most commonly-used procedure in selective college admissions involves selecting students on the basis of predicted college grades computed from the regression of college grades on test scores and high school grades. Minority students have usually fared poorly in the selective admissions process and, consequently, the possibility of bias in…

Focuses on the effect of Title VII (Civil Rights Act of 1964) on applicant selection for training. Trainee selection procedures adversely affecting minorities must be job related. Examines court cases, Equal Employment Opportunity Commission decisions, and impact of fair employment laws on training. (CSS)

A model for examining tradeoffs between rate of minority hiring and quality of selectees is presented. In a representative case, substantial changes in the rate of minority hiring have only small effects on the quality of the work force. (Author)

A study of responses to affirmative action at a large university revealed that using estimates of the minorities available at prestige schools led to smaller departmental hiring goals, and that once such goals were met the subsequent pursuit of minorities was abandoned. Recommendations are derived from the findings. (JT)

Specific tactics for blunting affirmative action in the university are organized in five categories: obliterate or contain responsibility, delay responsibility, develop and operate recruitment efforts designed to fail, recruit minorities and women so they will subsequently fail, and delegitimize applicants. (Author)

Discusses recent research on the attitudes of employees who are affected by affirmative action to determine whether societal-level beliefs about discrimination lead to policy endorsement among individuals whose career outcomes are at stake. Suggests there is more endorsement than "backlash" against affirmative action, and discusses the…